Image Source: Wellable
Inclusivity and diversity today have become the focal point of evaluating thriving businesses across the world.
It is also a paramount reason for many businesses success. An inclusive and diverse environment opens the horizons for knowledge sharing, the bandwagon of experiences, and the needs of people based on their age, gender, demographics, disability, etc in an organization.
On the basis of the knowledge and experience of their employees, the companies are able to cater to the customer base across the world.
Not just that, by understanding the needs and requirements of diverse employees at work, people are able to connect more to the messaging and marketing of the company.
In the article below we discuss how a company can promote inclusivity in the workspace:
Inclusive and Diverse Recruitment
The first step towards promoting inclusivity in the workspace is by ensuring that recruitment is inclusive.
An inclusive recruitment process means that it invites applications from various gender, race, etc.
An inclusive recruitment process also includes PwD candidates. While many job recruitment services may not be able to invite applications from persons with disability, companies specifically choose Disability Employment Services (DES) providers like atWork Australia to help in hiring an inclusive and diverse workforce from a talent pool of pre-screened candidates.
Communicate Inclusive Goals
Further, it is important to maintain an environment of inclusivity by not making anyone feel left out or out of place. The company’s work culture should be welcoming in nature. The employees should be sensitized on a regular basis.
The employees should keep an open mind and not make any presumptive or insensitive comment that makes their fellow colleagues uncomfortable and prevents them from communicating with each other.
Some ways to create an open communication mechanism to ensure inclusivity are:
- Take feedback from the employees regarding their experiences of working in the organization.
- To keep a regular check on whether or not the inclusion goals are being taken care of.
- Create a panel to register queries regarding any issue in terms of meeting the goals of inclusivity and diversity in the workspace. So that people who are hesitant to speak in public can also raise their queries.
Educate and Sensitize
Leaders, managers, and HR should be educated and sensitized to imbibe inclusive and welcoming values. If the people in the leadership and managerial roles are deficient in knowledge and values towards inclusivity then the workspace will also be deficient in inclusivity and diversity.
The leadership should be welcoming and sensitive towards people from all walks of life, only then a true sense of inclusivity and diversity can bloom in an organization.
It is also crucial that the employees of the organization understand the benefits of working in a diverse environment and how it can be greatly beneficial to their learning.
A sense of need for different voices, opinions, and viewpoints should be imbibed among the employees to understand inclusivity and diversity in the truest spirit.
This will also make people from different backgrounds, countries, disabilities, and gender feel more welcomed and accepted in the work environment and they can be more authentic and productive at work.
Inclusivity in Decision-making Process
A company that truly believes in promoting inclusivity not just for its namesake ensures that everyone is included in a decision-making process.
For a company that champions inclusivity and diversity, it is important that its employees, diverse customer base, and all the other important stakeholders are the important participants in any crucial decision.
Flexible Mandatory Holidays
Another very important step towards fostering inclusivity is allowing flexible mandatory holidays.
Every organization has a set number of leaves for employees, but when promoting diversity at a workplace, the company has to be considerate towards employees of varied cultures, and employees coming from different regions and allow them to leave accordingly.
They can work on festivals or events of their choice but should be allowed to take leaves on festivals that they wish to celebrate with their families.
In the form of parties or events, employees should be allowed to interact with each other, other than work. A meet-up at regular intervals permits bonding amongst employees where they get to know each other.
People can talk about their culture, and experiences, how to enforce inclusivity in a more effective manner at the workplace, etc.
It can be a place of creative activities inspired by different cultures in which everyone can be a participant. Such an event will make everyone feel included and promote a culturally vibrant and more inclusive workspace.